Does naming an employer of record resolve every event staffing obligation?
No. Naming the employing entity is essential, but it does not by itself resolve classification, joint-employment, safety, wage-and-hour, tax, insurance, or contract questions. The parties must accurately document who hires and pays workers, handles withholding and records, documents the applicable workers' compensation coverage status or arrangement, communicates instructions, approves time, controls the worksite, and responds to incidents. Different laws may assign responsibilities using different tests. Review the accepted order and actual conduct for the relevant jurisdiction rather than treating 'employer of record' as a universal shield.
Which employment functions should the entity map show?
Identify who issues employment documents, runs payroll, withholds taxes, handles unemployment insurance, maintains employment records, documents the applicable workers' compensation coverage status or arrangement, answers wage questions, and manages employment decisions. Connect each function to a legal entity, not merely a product name. Preserve the contract and contact information supporting the map.
If another supplier recruits or supervises workers, record that role too. A complete map can show several entities without assuming their legal status or responsibility is identical under every law.
Source: U.S. Department of Labor: 2026 proposed joint-employer standard Q&A
Which client and host functions remain relevant?
The event client or venue may set access rules, identify hazards, control the premises, approve schedules, provide task instructions, or direct changes. Those facts may matter to safety and employment analyses even when another entity runs payroll. Document them accurately and allocate operational duties in the contract.
OSHA's temporary-worker materials emphasize coordination between staffing agencies and host employers. The parties should exchange hazard information and ensure appropriate training for the assigned work rather than assuming payroll ownership settles worksite protection.
How should timekeeping and records flow?
Define the authoritative time source, worker attestation or correction process, client approval, break and overtime handling, export format, payroll cutoff, and retention owner. Ensure the employing entity receives complete information in time to meet its obligations. Avoid off-system schedule changes that never reach payroll.
The client should know which records it can access for invoice reconciliation and incident review. Legal retention and disclosure requirements vary, so qualified advisers should set the policy for the relevant entities and jurisdictions.
Who employs workers in TempGuru's US model?
For US orders, workers are employed and paid as W-2 employees by TempGuru's vetted local partner agencies. The assigned agency handles payroll, tax withholding, unemployment insurance, and employment records. It is responsible for the applicable workers' compensation arrangement and for current insurance evidence required by the accepted order. Actual coverage, policy terms, and applicability require order-specific verification. TempGuru owns client contracting and billing, partner agency contracting and assignment, order communication, scheduling coordination, and replacement coordination.
This is a precise operating description, not a statement that every applicable legal obligation is satisfied in every state. The assigned agency, client duties, worksite facts, accepted order, and applicable laws still need event-specific review.
What should the order record if the employing agency changes?
If the local employing agency changes before a shift, update the entity map, accepted-order reference, payroll contact, insurance evidence, timekeeping route, incident contact, and worker instructions before assignment. Record who approved the substitution and when the client was notified. Do not carry the former agency's policy documents or employment records forward as though they apply to the replacement supplier.
Official references for this brief
- IRS: Employee (common-law employee)
- U.S. Department of Labor: Fact Sheet 13
- U.S. Department of Labor: Independent-contractor rulemaking status
- U.S. Department of Labor: Field Assistance Bulletin 2025-1
- OSHA: Protecting Temporary Workers
- U.S. Department of Labor: Fact Sheet 21
- U.S. Department of Labor: 2026 proposed joint-employer standard Q&A
- National Labor Relations Board: Current joint-employer rule status
What else should event buyers ask?
- Is the employer of record always the only employer under every law?
- No. Different statutes use different tests, and facts may support additional responsibilities. Qualified counsel should assess the actual arrangement under each applicable law.
- Who should approve worker time?
- The order should define the source, client approval role, correction path, and payroll handoff. Approval mechanics should support accurate pay without obscuring who performed each employment function.
- What should the client know about the local supplier?
- Know the legal entity, assigned role, employment responsibilities, insurance evidence, event contacts, instruction path, timekeeping process, and how changes are disclosed.
- How does TempGuru divide responsibilities?
- The partner agency employs and pays US workers and handles listed employment functions. TempGuru handles client and partner contracting, billing, order communication, scheduling, assignment, and replacement coordination.